Tag: Recruitment

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Job Site LinkedIN Recruitment Social Networks Social Recruitment

How to use LinkedIn Skills Endorsements for Recruitment?

How to make sense of the LinkedIn Skills Endorsements?

LinkedIn Skills Endorsements is not the first time the Skills have been implemented as a part of a personal LinkedIn Profile. Some iterations had a self-scoring of out to 5 or 10 skills. Then just a pure 50 word skills. The current way the skills are implemented is by far the best I the whole history of LinkedIn! Why?

Crowdsourcing

What you say about yourself in your LinkedIn profile if more often than not a TRUE reflection of you. Your LinkedIn profile as your CV or a resume is a reflection of the portion of you that you want to show to the hiring manager of your next dream job. If that is not the case, we need to talk about it!

What your LinkedIn connections tell about you, by clicking on your Skills listed tells a whole different picture about you. In most cases the far more accurate one than the rest of your LinkedIn Profile.

How to use LinkedIn Skills Endorsements for Recruitment?

The challenge is to assess what endorsements are really valid ones, and what ones are the result of the gamification LinkedIn have created in this Skills environment. What it means is that all the skills endorsements are not the same (value).

Here is How to analyse the value of the LinkedIn Endorsement

It is quite similar to the Google PageRank algorithm actually. The more people have endorsed my skill “X”, the more valuable is my endorsement given to someone else for the same skill. Why? The more endorsements I got for a certain skill, the more likely is that I actually know about it. The more I know about the skill the more valid my endorsement for the same skill is.

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Recruitment Recruitment Agency

National Recruitment Federation Conference 2011

Jonathan Campbell at NRF 2011The Conference entitled ‘Recruitment 2011 – The Way Forward” in City West Hotel on Thursday 12th of May focused on the dynamic tools and skill sets the industry needs to embrace in order to approach the coming year with confidence. With a line up of excellent speakers from around the globe, a full schedule has been designed to arm the delegates with training, advice, and tips to enhance their business skills well into the future.

NRF President Colin Donnery said, ”The Irish economy has probably had its most challenging 12 months ever but there is an optimism returning to businesses in most sectors. The recruitment sector has proven its resilience during this period with agencies providing the flexible staffing solutions that have helped our clients get through the worst and grow into the future. Impending changes in legislation this year will have an impact on how we do business in our temporary labour markets so it is vital we are ready for all eventualities. With this in mind we have chosen a strong line up of Global expert speakers who will impart information on trends, legislation and what the future holds for the Recruitment Industry in Ireland.

With the new impending legislation for Agency workers coming into effect in December this year the Federation invited the NRF members to bring along their HR Clients. It resulted in the probably largest attendance of any NRF Conference lately.

Speakers:
Mr John Perry TD at National Recruitment Federation Conference 2011Mr, John Perry TD

Wikipedia: John Perry (born 15 August 1956) is an Irish Fine Gael politician. He is currently a Teachta Dála (TD) for the Sligo–North Leitrim constituency,[1] and the Minister of State for Small Business.

Perry was born in Ballymote, County Sligo. He was educated at Ballymote National School and Corran College, Ballymote. Perry was first elected to Dáil Éireann at the 1997 general election for the constituency and has retained his seat since.[2] In 1997, he became Fine Gael spokesperson on Science, Technology, Small Business and Enterprise, and the Border Counties. In June 2000, he was appointed Assistant Director of Organisation and Deputy spokesperson with special responsibility for Border Issues. He held this post until February 2001.

Between September 2002 and October 2004 he was Vice-Chairman of the Joint Oireachtas Committee on Communications and Natural Resources. He has also served as Chairman of the Dáil Public Accounts Committee. In October 2004, he was appointed to the position as party spokesperson for the Marine, in Enda Kenny’s Front Bench. He was demoted from the Front Bench after a reshuffle following the 2007 general election. He was a member of Sligo County Council from 1999 to 2004, representing the Sligo–Strandhill electoral area.

In July 2010, he was appointed as party spokesperson on Small Business.[3] On 10 March 2011, he was appointed as Minister of State for Small Business.

Peter Cosgrove at National Recruitment Federation Conference 2011Chairperson: Peter Cosgrove, Vice President NRF
Peter joined the NRF committee in July 2009 and was elected to the role of Vice President in October 2010. Peter started his career in banking with JP Morgan before working with PWC in London as a management consultant. He began his career in recruitment in 2000 with Robert Walters, subsequently with Hudson in 2003 and currently is a Director with CPL. Peter has a strong background in running a sales business as well as turning businesses around through strategic and operational initiatives demonstrated in recruitment roles and previously in his PWC career. Peter is a regular contributor to the national media on areas of recruitment, assessment and retention as well as a speaker at industry events. Peter is also a Board member of the not for profit organisation Junior Achievement an organisation targeted at keeping students in schools to improve their education.

Colin Donnery President National Recruitment Federation Conference 2011Colin Donnery, NRF President
Colin has been working in the recruitment industry since 1998. Initially working with an international IT consultancy he has also managed agencies in the Sales and Marketing, Hospitality, Engineering, construction and scientific sectors. Colin has been working with FRS Recruitment since 2003 as general manager , FRS specialise in the provision of bespoke labour supply and permanent recruitment solutions across all sectors in Ireland and internationally.

Frank Collins at National Recruitment Federation Conference 2011Frank Collins, NRF Legislation expert
Director of Compliance and Regulatory Affairs at Parc Aviation Limited.
Frank is a Fellow of the Chartered Accountants in Ireland and has a Bachelor of Business Studies Degree from Trinity College. He also lectures in Trinity College on the Business and Information Technology Degree course.

Tony Goodwig at National Recruitment Federation Conference 2011Tony Goodwin, Antal International
Tony Goodwin is the founder and Chief Executive Officer of Antal International, a global management and executive recruitment company and one of the fastest growing business services organisations in emerging markets such as China, Eastern Europe and India. Antal now has 92 offices in 32 countries around the world. A graduate of Middlesex University, Tony trained as a Chartered Accountant before moving into financial recruitment where he ran operations for HW Group (now part of Hudson). In 1993, spotting the potential of the new professional employment markets in the former Warsaw Pact countries, he set up his own business with an office in Budapest in Hungary and named the company Antal – Hungarian for ‘Tony’. Since then Tony and his team have developed substantial businesses in highly challenging environments across the globe, including both Russia and China. Tony has completed a book ‘How They Blew It’ which was published in July 2010. In June 2010, Tony was named as one of the country’s top businessmen after being awarded a prize at the Ernst & Young London & South Entrepreneur of the Year Awards 2010.

Ann Swain, APSCO
Ann Swain is the Chief Executive of The Association of Professional Staffing Companies, formed by the merger of the Association of Technology Staffing Companies and the Forum of Professional Recruiters in January 2009. APSCo provides a strong and united voice for those recruitment firms involved in the acquisition of business professionals on behalf of their clients on a permanent or flexible basis. Ann has a wealth of experience in the professional recruitment market as a recruiter, manager, trainer, sales director, managing director and spent a few years on the client side of the fence as an HR Manager. She was the founder, in 1988 of Learning Curve, the specialist recruitment industry training company which was acquired by the Delphi Group in 1997. Ann’s first, very successful, business book ‘The Professional Recruiter’s Handbook’ was published by Kogan Page in 2009 and has become a business best seller. Ann is a well-respected authority in our industry, a hugely popular international speaker and a passionate advocate for the UK Recruitment Profession.

Jonathan Campbell at NRF 2011Jonathan Campbell, Social Talent
Jonathan has worked as a Recruiter in Ireland and the Caribbean for the last 13 years but now runs Social Talent, a talent acquisition consultancy and agency that specialises in providing technology and social media services to recruiters. The team at Social Talent build talent communities; develop employer branding strategies, train internet recruiters & source recruitment staff for clients globally. Since forming late in 2010 they have worked with most of the leading recruitment agencies in Ireland and also work with corporates in the legal, technology and financial services sectors.

Kingsley AikinsKingsley Aikins, Networking Matters
Managing Director of Kingsley Aikins and Associates and is also Senior Advisor to The Ireland Funds having served previously as CEO of The Worldwide Ireland Funds. Previously he was Executive Director of the American Ireland Fund and founding Director of both The Australian Ireland Fund and The Ireland Fund of New Zealand. He formerly worked for CTT and the IDA. Kingsley is a graduate of Trinity College Dublin. Since 1976 the Fund has raised over $350 million for philanthropic projects across the island of Ireland and around the world. The fund is driven by members of Ireland’s worldwide Diaspora. Kingsley was also contributor to the Farmleigh Conference in 2009.The presentation covered both diaspora issues and networking: specifically the importance of a comprehensive global strategy that covers trade, investment, tourism, education and philanthropy and will shed light on what other countries are doing in this area. He outlined his four stage approach: Research, Cultivation, Solicitation and Stewardship.

Categories
Career CV Database Internet Job Site LinkedIN Recruitment Social Networks Social Recruitment

LinkedIn 2010

The following series of articles I will write about the long list of changes LinkedIn have brought in lately, and how does it all reflect the recruitment process in Ireland. The main topics are:
• Free Job Advertising by LinkedIn
• Paid Job Seeker Account on LinkedIn
• Why Would I Pay LinkedIn?
• LinkedIn Future – Advertising Platform

If there is any topic in relation to LinkedIn you think I missed – please let me know in the comments from below, and I will do my best to include it.

Categories
Career Recruitment Recruitment Agency

PMO Open Day

Cpl PMO Solutions are pleased to announce a Recruitment Open Day for IT Business Analyst’s. Cpl as largest IT Recruiter have unrivalled access to Ireland’s top companies in the Multinational, IT, Finance, Telcomms sectors and across the economy as a whole. With this coverage our specialist recruiters deal with the hiring managers for IT Business Analysts in every sector and are interested in meeting Business Analyst’s coming from a functional or technical background at all levels for current and upcoming opportunities (contract and permanent) with our clients.

If interested in attending please call in to Cpl’s offices in 83 Merrion Square, Dublin 2 between 12noon and 7pm on Thursday Feb 11th or contact liam.walsh@cpl.ie or Ph: 01 6146135 / roisin.kenny@cpl.ie or Ph: 01 6146073 for more info.

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Career CV CV Database Job Site Jobs Recruitment Social Recruitment

Resumark: CV, Jobs, Free!!!

resumark_logoResumark brought in a nice new business model in the online recruitment industry. The concept is essentially borrowed from the Google AdWords – Google AdSense model. While Google pays the web site owners to show the Google AdSense on their sites and charges the Google AdWords clients to pay per click for those same adverts Resumark does the same with the CVs. Job hunters upload their CVs and get paid each time someone downloads the CV. Anyone can search the CV database for free, and gets a preview of the CV for free only. If you decide you would like the contact details as well – you pay to Resumark. Resumark in return pays the cut to the owner of the CV.

Just in case you did not get it, here is how Resumark explains their online recruitment and CV database business model:

Get Paid to Post Your Resume!

Post Resume or create it online using our free Resume Assistant. Make $1 every time an employer downloads your resume!

Search Jobs that match your profile and join the fastest growing Job 2.0 Network!

In today’s economy even job search monsters are not enough. Invite friends and earn money together when their resumes are downloaded.

And for the recruiters and employers:

Free Resume Search & Job Postings

Search Resumes for Free using Google™ search technology. We give you full access to the entire resume database.

Pay only for the resumes that you choose to download. Compare to other services.

Post Jobs for Free and have them automatically distributed to major jobs sites and networks reaching millions of job seekers

Regardless if the business will work or not, Resumark is a step from the usual recruitment jobs sites. Time will tell if it was a step in the right direction. But what needs to be applauded here is the courage and the innovation in the online recruitment industry.

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Career Interview Jobs Recruitment Recruitment Agency

How to: Impress at the interview stage

Applying for jobs can be a difficult business at the best of times, but for many people the most nerve-wracking and difficult part of the recruitment process is getting past the interview stage. After sifting through the various applications, the interview process offers a chance for employers to meet some of the more promising candidates for a particular job in person to try to form a more complete picture of their strengths and weaknesses. A candidate’s performance in a job interview can often be the decisive factor in the success or otherwise of their application, and as such it is important to prepare well.

Before you attend the interview, make sure that you done your research and know something about the history and guiding philosophies of the organisation, as well as their current activities. Find out what the job entails so that you can present your qualifications, experiences, previous jobs, and personal attributes in such a way that you appear to be an ideal candidate for the position. Be sure to brush up on your descriptions and knowledge of all of these things, as an inconsistency between the facts as presented in your CV and your interview could make you seem dishonest. You also need to be prepared to answer stock interview questions such as ‘why do you want this job?’ or ‘what would you say were your strengths and weaknesses?’. It can be both beneficial and reassuring to rehearse an interview situation with a friend or relative, especially if they have any experience in hiring people themselves.

When you turn up to the interview, it’s important that you appear clean, neat and tidy, in attire appropriate to the tone of the organisation, and that you do not smoke or chew gum. It’s better to be a bit early than a bit late, so make sure to set for the interview in plenty of time and plan your route well in advance.
During the interview itself, learn your interviewers name and shake their hand firmly (within reason!) upon meeting them. Be well mannered and polite with everyone you meet, and speak clearly without the use of slang words. Don’t slouch or avoid eye contact, as this can be interpreted as a lack of confidence, or even worse, a lack of interest! Make sure to use body language to demonstrate your interest in what the interviewer is saying, and try to appear confident and enthusiastic without being overbearing. Ask questions of the interviewer about the job and the organisation, but avoid questions that could be answered by looking on the company website as this will smack of a lack of preparation and thoroughness. At the end of the interview, thank the interviewer and be sure to shake hands with them again before you leave.

For jobs and career advice, visit employireland.ie.

Categories
Career Internet Jobs LinkedIN Recruitment

Worky

workyWorky is a Recruitment Social Network. Kind of like LinkedIN, but a few years later. Worky has no people in it jet, but has the pricing model – a bit steeper than LikedIN.

What is wrong here:

RecruitIreland goes FREE and in the same month Worky is goes live more expensive than LinkedIN, that Irish recruiters find too expensive.

Oh,… and also Flexitimers stopped charging for the jobs advertisements as well. There are clear signs more and more sites are going to go free. But not Worky. Worky is more expensive, so obviously better than LikedIN.

But Worky is global, so not in a league with Irish Jobs and Recruit Ireland. Worky is the new Monster. Actually Worky is a new Monster and LikedIN together.

Worky we wish you well!

Here is what Worky says about themeslves:

Why Worky? … The before and afterCandidates
No more dark ages of the job boards
When everybody first started using the internet it was a novelty to see jobs from the newspapers up there
It gave us all a buzz applying for a role online
And for a couple of years that model of offline or newspaper style job adverts stuck up on the internet kept us happy in the dark

But not for long
Very soon it was endless lists of jobs and endless lists of job boards, sites boasted about how many jobs they had but candidates only wanted one job and so lost heart..

Did the agency or the company get my application?
Did my application fall into a big black hole?
Who is looking at my application?
Do they like my application?
Can I not see a bit more about where this job is before I apply?
Don’t they want to know my preferences before we get off the first block?
For employers and agencies it became heartache too
Why can’t I find suitable matches?
Why do so few applicants match what I’ve asked for?
Which job board do I use?
Do these job boards spend anything on advertising?
Which one actually engages with the mainstream everyday candidates?
Along came the Upload your CV era – but full of broken promise

For candidates

Who is looking at my CV?
Is it still live?
Do I have any control?
It’s too complicated to make it anonymous?
Can my boss see my name or our company name?
For Employers

Employers grew tired of seeing that 1458 people matched their job
Grew tired of keyword searches so man who sold java coffee was matched against 1000s of java programming jobs
At last Worky…
Not a job board
Not an upload your CV mechanism
For candidates a place to create your own individual online skills profile and have it seen by every employer for free in the safe knowledge that it is anonymous until you see that they may have a role to suit. A place where once you upload your profile, you can job-hunt while you sleep.

works for candidates… Join in

For Employers A place to copper fasten the skills you want in an employee, a place where you can see with ease who matches your job financially, geographically, by skills and by work experience to name but a few. A place for employers to see first if there are matching candidates before committing to pay

works for hirers… Try it now

Categories
Blogs Recruitment Recruitment Agency

Brightwater: Are we as a nation too hard on ourselves?

Irish recruitment agency Brightwaters online poll for January 2009 was:

Are we as a nation too hard on ourselves?

online-poll-feb-results

David Bloch, CEO of the Brightwater Group comments:

Until now I have gone with the “ask the audience” answer, but not this time. I think the Irish are too hard on themselves!

I am speaking as a person who has worked in Ireland for 11 years, but was born in the States, and lived in 6 different countries. I love Ireland, but recognise that while the Irish are wonderfully proud and patriotic, they are also the first to be hard on themselves. Self-deprecating humour and an almost disbelief that they really are as wonderful as so much of the rest of the world believes them to be. Even during the Celtic Tiger years, while certainly there were Irish people who believed their own hype, there were so many that believed Ireland’s success was too good to be true. Now that the bubble has burst, there seems to be the belief that it really was just an illusion and Ireland will sink back into the mire. The UK, the US and most of the rest of the world exhibit more self confidence!

Confidence is a fundamental emotion and cannot easily be switched on and off. Ireland must believe in themselves and believe they are worthy of being at the top table, to remain at the top table.

Self belief springs from many things, but starts with honesty and trust in the country and the system. I am therefore adamant that wrong-doers (there are question marks hanging over several government, banking and other officials) should be dealt with quickly and severely! The worldwide view of Ireland Inc is at stake. Is Ireland a country of law? A country we should invest in? More still, the self confidence of the country is at stake. Are we still a nation of corrupt politicians and businessmen (you scratch my back & I’ll scratch yours), or are we a nation of integrity and strength who will not tolerate corruption? It’s time Ireland stopped putting themselves down and stand up proud and strong. We will not accept being treated like that, we deserve better!

Only by overcoming obstacles can you prove to yourself what you’re really made of. The recession is a challenge and an opportunity. As President Obama says: Believe!

Categories
Blogs

SnazzyJobs

I guess some people will say I like writing about the Irish Jobs boards. The funny thing is that there is so many popping out, it is almost every week you hear about a new one. This is just in the last month or so:
TheJobs.ie, JobisJob.ie, Jobs2do.ie aka Spamers, Monster Finance, urHired

So here goes an interesting one. The Irish .ie domain seemed a bit too expensive so it is called SnazzyJobs.com. At least it is Hosted in Cork, so Google.ie might actually not ban it completely, if Google Webmaster Tools is to be believed.

Here are the first impressions:
1. Logo resembles any other stock logo sample, not really inspiring (as was the case with a number of the recruiters logos earlier this year).
2. Legal Stuff – company registration number and the registered address nowhere to be seen on the site.
3. Why publish so many pages to have only Coming Soon text on them?
4. The site is actually designed in some ’90-ies style. It is really hard to read the font in the menu. Green font with the green shadow on the green background? Here are some Design ideas: Jobs Board.
5. The code is not as messy as most of the jobs sites are actually, but a bit too much of that Java code all over. It is an interesting choice to have the jobs board in php, while all the leading job boards are the powered by the Microsoft .NET. Another interesting choice is
6. StatCounter as opposed to Google Analytics? Interesting choice. I would still use both, since the speed the Google Analytics is being developed at the moment, with stuff like Data Visualisation (Google Analytics Motion Chart), will overshadow most of the aspects of otherwise very useful StatCounter.

You need to be brave to show your price list online where there is nothing really anyone can buy for less than a thousand euro. It could actually be used as a company slogan:

Snazzy Jobs
Where prices start at thousand Euro

Or maybe not?

There seems to be some 250 jobs advertised. Considering the time of the year and the (econ)comic situation in the country it is not bad really. There is also 2 jobs advertised in the last 7 days, so the site is not dead!

But honestly it will not be much more if some serious effort is not applied. The designers have decided to ignore a few important facts. SEO and Usability. The URL’s look like this:
snazzyjobs.com/jobsearch.php?ok=1&v000=&v001=1&v010=0&v011=&v101=&v111=....

To find the job search you need to click on some well hidden green button on the green background. And that button is one the single page on the site? Perhaps this is a part of the screening process: If you manage to apply – you must be a smart person, so we will look at your CV!

And,… you also need to create and account with Snazzy Jobs to be able to apply for the job. That last hurdle in the application process will definitely go well with the applicant. If banks and governments are losing the personal data, should I be leaving it on the web site that even does not confirm the company registration number required by the CRO?

Snazy Jobs we honestly wish you the best!!!

Categories
Blogs

Outplacement Services – What is it?

The job and employment landscape has changed dramatically over the last few decades. Once there was a job for life. Nowadays employees can expect anywhere from five to thirteen job changes throughout their career. Some of this change is self driven but other times employees are forced into this situation through redundancy. Redundancy is a popular topic in Ireland in this current climate with most industry sectors affected.

Redundancy can be a difficult time for all parties – employees and employers alike. Outplacement services supports organisation and employees through this difficult time. Outplacement Services for the most part is direct support to the affected in the form of CV, Career and Interview supports. It can also encompass support for the employer breaking news and managing communication and
support for the survivors remaining in employment.

Outplacement Services – What are the benefits?

Outplacement services have benefits for employers and
employees including:

  • Outplacement Services project a positive image of
    the company externally to customers and investors.
  • Outplacement services project a positive message
    internally to the staff remaining “survivors”. This can help Improve
    morale, staff retention and increase productivity.
  • Outplacement services send out a clear message
    that a company cares. This can have an immediate impact as outlined but
    also future impact when attracting future employees.
  • Outplacement Services ensure that affected staff
    are supported through their career transition to new employment, education
    or training.
  • Outplacement Services can help reduce
    individual’s emotions like resentment and anger.

Outplacement Services – What is offered?

Executive Outplacement – these are programmes tailored for executives or
senior managers. They are bespoke programmes facilitated through 1-1 coaching and
cover topics including: moving on after redundancy, career assessment and
direction, CV support, job hunting strategies and interview preparation.

Individual Outplacement –These programmes offer 1-1 coaching and flexibility
to meet individual needs. These programmes vary in length and content with modules
– career coaching and assessment, CV preparation, job search, interview advice
and ongoing support.

Group Outplacement – This is outplacement support in a group workshop
format.

See more at: Measurability: Outplacement Services and Outplacement Services Web Site

Categories
Blogs

Recruitment SEO 101: Keyword Analysis

Any SEO Consultant will tell you that a decent SEO project should somewhere in its starting phase have a step called Keyword Analysis. Unfortunately different people have a quite different idea what exactly does the Keyword Analysis mean. Some mean that it is about finding the most relevant keywords, some that it is about the number or keywords, and the rest arte somewhere in between.

Google has a quite easy to use Keyword Suggestion Tool. Here are the keywords that Google will ‘suggest’ as a similar and relevant search keywords to the term ‘Jobs’.

I’ll leave up to you to draw your own conclusions about the suggested keywords. Are those really relevant? Too many? Too few?

Keywords related to term(s) entered – sorted by relevance:

jobs, sales jobs, job, accounting jobs, job opportunities, job search, finance jobs, medical jobs, find jobs, hr jobs, legal jobs, nursing jobs, summer jobs, temporary jobs, job vacancies, job site, job bank, jobs search, jobs online, jobs google, internet jobs, full time jobs, jobs available, financial jobs, healthcare jobs, temp jobs, job listings, part time jobs, banking jobs, top jobs, retail jobs, job sites, government jobs, jobs uk, jobs london, graduate jobs, engineering jobs, office jobs, new jobs, jobs com, parttime jobs, jobs wanted, jobs banks, find a job, social work jobs, contract jobs abroad, job fair, job find, advertising jobs, job seekers, environmental jobs, pa jobs, job agency, need a job, technical jobs, media jobs, administration jobs, accountant jobs, financial services jobs, sales rep jobs, job vacancy, job agencies, jobs waterford, online job, recruitment jobs, job recruitment, job google, part time job, jobs vacancies, jobs in london, jobs cork, accountancy jobs, local jobs, jobs international, irish job, jobs it, finance job, engineer jobs, jobs canada, hotel jobs, home jobs, sales job, jobs bank, language jobs, job applications, irish jobs, jobs on line, www jobs, looking for jobs, jobs france, all jobs, list of jobs, jobs no experience, ebay jobs, jobs club, jobs i, delivery jobs, microsoft jobs, receptionist jobs, promotions jobs, jobs websites, customer service jobs, child care jobs, fun jobs, jobs website, forklift jobs, partime jobs, maintenance jobs, clerical jobs, manufacturing jobs, jobs compliance, job seeking, loads of jobs, i need a job, ice jobs, microbiology jobs, job search google, tv jobs, nursing home jobs, promotional jobs, jobs in google, health promotion jobs, looking for job, health care jobs, jobs in healthcare, computer jobs, google job listing, job finder, gallery jobs, seasonal jobs, logistics jobs, dental jobs, job boards, jobs in boston, night jobs, jobs in chicago, my jobs, jobs in san francisco, jobs with animals, midland jobs, jobs in radio, payroll jobs, forestry jobs, welding jobs, entry level jobs, looking for a job, art jobs

Google has a bit more for your Keyword Analysis study. Here is the list of:

Additional Keywords to be considered – sorted by relevance

employment, employment agencies, employment opportunities, careers, recruitment, recruitment agencies, career, job listing, job postings, hiring, vacancies, opportunities, vacancy, help wanted, part time, employers, work, telemarketing jobs, employment google, employment online, job opening, job posting, entry level positions, employment agency, job opportunity, openings, auditing positions, recruiters, employment cork, jobs marketing, accountant hiring, positions, sales vacancies, home employment, entry level, recruit, full time, recruitment companies, telesales, recruitment agency, career opportunities, auditing position, part time work, typist, staffing, recruitment google, irish employment, sales reps, irish recruitment, legal recruitment

This second list is actually very interesting. What one can do is take any of those and ask the Google Keyword Tool for the Related Keywords suggestions again. By doing so the keyword list expands indefinitely.

Categories
Recruitment Recruitment Agency

A recession is the best time to be in the recruiting business!

As companies tighten their budgets, the recruitment freezes become more and more widespread. When it comes at the end of the year, you will hear a large number of recruitment managers mentioning the recruitment freeze as early as October. What does it mean for the recruiters? Almost no new business for the last two months of the year.

A lot of recruiters will look for another job this winter.

Especially the ones providing the ‘Volume Recruitment Services’, lower in the food chain. If nothing drastically changes in the industry until the next year, those that are still around in January 2009 will cash it big in the February. Long hiring freezes always generate a large wave of the new heads required short afterwards.

How to get to 2008? Watch for the competition bailing out, and grab their contracts. Expanding your client base in the following months in 2008, will make a huge impact in the Q1 of 2009!

Categories
Blogs Jobs Recruitment

CIPD Ireland Annual Conference 2008

It is a beautiful day today, almost perfect to drive to Lyrath Estate Hotel, Kilkenny, to attend the CIPD Ireland Annual Conference 2008.

Both The Irish Times and the Independent are the highest ‘Platinum Partners’. Meaning you can see the teams of the sales people from both Loazajobs and Irish Times Jobs – doing their best to sell some advertising while mingling with the HR personnel. Wine them, dine them, (a bit of golf on the day like today please!) and sell them your expensive advertising space.

Well done both sales teams of our Irish newspapers on sponsoring the (British CIPD) sales event packaged in the HR wrapping. :)

Categories
Jobs Recruitment Recruitment Agency

Recruitment Process – Getting the Right Candidate for the Job

Larry Heiman wrote a nice blog post: Recruiting is a Marketing Task
Here is the part where he explains the Marketing processes applied to the recruitment, and sourcing to help you find that right candidate for the your jobs:

As an enlightened business owner, you understand the importance of doing market research on your prospective customers. For example, you want to know where they’re located, any common characteristics they may have and, ultimately, as much as possible about how they think – their needs, wishes, and motivations. The goal, of course, is to refine your ability to effectively and efficiently target your message to those with whom you most want to do business.
Well, you may be surprised to learn that this wisdom equally applies in seeking prospective employees. In fact, marketing for customers and marketing for employees address the similar four key questions:
• What is my likely trading area? (Where are my likely employees located)?
• What is my product? (What is the position?)
• Who is my “ideal customer”? (What are the qualities of my “ideal employee”?)
• How can I best attract their attention?
Even when you are feeling the pressure to quickly fill an unexpectedly open position, you’ll save yourself a lot of grief if you take the time in advance to get very clear on the answers to those four questions.

In the Irish market – that is dominated with the recruitment agencies advertising on the job boards and the traditional media, would you see such model as a ‘workable’ one? The most agencies will try to get the candidate who is slightly overqualified, to impress the employer with a quality of the CV. Also they try to match the same role title – of the past and the future role of the candidate.

So in a sense – the recruitment agencies her in Ireland do all the opposite to what Larry is suggesting above.

I personally like the marketing processes applied to the recruitment model. I can see it work beautifully, especially with the lower level jobs in Ireland.

Categories
Blogs

Jobs Fair

An Online Recruitment Jobs Fair has several advantages over a Traditional Recruitment Fair.

Jobs Fair for Recruiters

More convenient: No staffing required.
More effective: Lasts for two weeks instead of a few hours.
More cost-effective: Cheaper than holding an actual job fair. No material, travel, food and accommodation costs.
More targeted: Targeted at specific industries/audiences.
Global scope: Available to anyone with an internet connection.

Jobs Fair for Candidates

More convenient: Can visit several companies from the comfort of their own home, and can be accessed from anywhere in the country 24/7.
More cost-effective: Can attend without the expense of time or travel.
More interactive: Host of user-friendly and state-of-the-art features including Podcasts, Employer Videos and Webinars.

Do you think Irish Recruiters are ready? For Employer Videos? Podcasts? Webinars?

What about Job Hunters? Aren’t they just interested in a better salary?